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Board Presentation Recruitment, Induction And Retention
Board Presentation Recruitment, Induction And Retention
Board Presentation Recruitment, Induction And Retention
Board Presentation Recruitment, Induction And Retention
Board Presentation Recruitment, Induction And Retention
Board Presentation Recruitment, Induction And Retention
Board Presentation Recruitment, Induction And Retention
Board Presentation Recruitment, Induction And Retention
Board Presentation Recruitment, Induction And Retention
Board Presentation Recruitment, Induction And Retention
Board Presentation Recruitment, Induction And Retention
Board Presentation Recruitment, Induction And Retention
Board Presentation Recruitment, Induction And Retention
Board Presentation Recruitment, Induction And Retention
Board Presentation Recruitment, Induction And Retention
Board Presentation Recruitment, Induction And Retention
Board Presentation Recruitment, Induction And Retention
Board Presentation Recruitment, Induction And Retention
Board Presentation Recruitment, Induction And Retention
Board Presentation Recruitment, Induction And Retention
Board Presentation Recruitment, Induction And Retention
Board Presentation Recruitment, Induction And Retention
Board Presentation Recruitment, Induction And Retention
Board Presentation Recruitment, Induction And Retention
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Board Presentation Recruitment, Induction And Retention

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Cohort 2 - Group 2's Presentation for Assignment 1 of Changing Organizations - Spring 2010 …

Cohort 2 - Group 2's Presentation for Assignment 1 of Changing Organizations - Spring 2010
This PowerPoint proposes an action plan that might be offered to a school district to handle some of their deficiencies, as well as outlines some of our rationale in proposing the plan.

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  • Rosetta
  • Rosetta
  • Rosetta
  • Rosetta
  • Rosetta
  • Robin
  • Robin
  • Robin
  • Robin
  • Robin
  • Rosetta
  • Maggy
  • Maggy
  • Maggy
  • Maggy
  • Julie
  • Julie
  • Julie
  • Julie
  • Transcript

    • 1. Proposal for developing a Recruitment, Induction and Retention (RIR) ProgramQSAC Group Presentation:Blue Ocean Bay Public Schools<br />Julie Benavides, MaggyHanna, Robin McLean and Rosetta Treece<br />
    • 2. Good to Great<br /><ul><li>Are the right people on the bus?
    • 3. Intrinsically motivated
    • 4. Focused on larger objective </li></ul> of organization<br /><ul><li>Persevere through problems</li></li></ul><li>Statement of Problem - Personnel<br /><ul><li>QSAC found:
    • 5. Score of 38 out of 100
    • 6. Note: 80% is passing
    • 7. Inconsistent hiring practices
    • 8. Lack of delineation of roles and responsibilities
    • 9. High administrative turnover
    • 10. Lack of sustainable leadership</li></li></ul><li>ISLLC Standards<br /><ul><li>Standard 1
    • 11. 1.3 – Implement a vision
    • 12. Standard 2
    • 13. 2.4 - Design professional growth
    • 14. Standard 3
    • 15. 3.1 - Manage organization
    • 16. Standard 4
    • 17. 4.1 – Collaborate with family and other community members</li></li></ul><li>Additional Evidence of the Problem<br /><ul><li>Community forum where 60 people have indicated concern
    • 18. Three critical administrative vacancies:
    • 19. Director of Bilingual/ ESL
    • 20. Director of Curriculum
    • 21. Middle School Principal</li></li></ul><li>Vision Statement<br /><ul><li>The Recruitment, Induction, and Retention Program (RIR) was born out of an ideal to recruit a dynamic and diverse community of employees that are proficient in supporting our programs and policies. As a way of demonstrating our commitment to our employees, we will provide an induction program that will support, coach, and offer resources for new staff members. We also will promote staff retention through ongoing and meaningful professional development opportunities that will encourage constructive dialogue, productive inquiry, and continued growth.</li></li></ul><li>Recommendations for Personnel Committee<br /><ul><li>Restructure to include:
    • 22. Administrators
    • 23. Parents
    • 24. Board Members
    • 25. Community Members
    • 26. Teachers
    • 27. Committee size 5-10</li></li></ul><li>Personnel Committee Roles and Responsibilities<br /><ul><li>Communicate vision to school and community
    • 28. Revisit job descriptions and titles
    • 29. Establish uniform hiring practice
    • 30. Develop:
    • 31. Recruitment plan
    • 32. Induction program for school leaders
    • 33. Retention strategies using ongoing professional develop programs</li></li></ul><li>Proposed timeline – 10 years<br /><ul><li>Benchmarks (determined by committee) at:
    • 34. Year 3
    • 35. Ex. Establish clear delineation of roles and responsibilities
    • 36. Year 5
    • 37. Ex. Have in a place a coherent, sustained professional development program
    • 38. Year 7
    • 39. Ex. Revisit and reassess original goals</li></li></ul><li>Encourage Emergent Leadership<br /><ul><li>Develop a climate of:
    • 40. Trust
    • 41. Open communication
    • 42. Nurture and develop talents
    • 43. Promote sustainable leadership</li></li></ul><li>Celebrate Success<br />
    • 44. Are you ready for greatness?<br />
    • 45. The Research Behind the Report<br />Project Analysis<br />
    • 46. Bolman &amp; DealHuman Resource Assumptions<br />Organizations exist to serve human needs rather than the reverse<br />People and organizations need each other. Organizations need ideas, energy, and talent; people need careers, salaries, and opportunities<br />When the fit between individuals and system is poor, one or both suffer<br />A good fit benefits both<br />
    • 47. Applying Kotter<br />Eight Step Process<br />Establish a sense of urgency<br />Creating a guiding coalition<br />Develop a vision and strategy<br />Communicate the change vision<br />Empowering broad-based action<br />Generating short-term wins<br />Consolidating gains and producing more change<br />Anchoring new approach in the culture<br />
    • 48. 1. Establish a sense of urgency<br />QSAC is coming !!!<br />
    • 49. 2. Creating a guiding coalition<br /> The Guiding Coalition: Personnel Committee <br />Administrators, teachers, support staff, board members, community members, and parents<br />
    • 50. 3. Develop vision statement &amp; Strategy<br /> The Recruitment, Induction, and Retention Program (RIR) was born out of an ideal to recruit a dynamic and diverse community of employees that are proficient in supporting our programs and policies. As a way of demonstrating our commitment to our employees, we will provide an induction program that will support, coach, and provide resources for new staff members. We also will promote staff retention through ongoing and meaningful professional development opportunities that will promote constructive dialogue, productive inquiry, and continued growth.<br />
    • 51. 4. Communicate vision<br />Press/Media<br />Department and Faculty Meetings<br />District Website<br />Parent/community forums<br /> Newsletters and bulletins<br />
    • 52. 5. Empowering Employees<br />Creation of committee <br />On-going PD<br />Structure of support <br />Development of PD committee<br />
    • 53. 6. Generating Short-term wins<br />Retention of good people<br />Creation of committee representative of all stake-holders<br />Delineating roles/responsibility<br />
    • 54. 7. Consolidate gains and produce more change<br />
    • 55. 8. Anchor new approaches in the culture<br />Maintain clear focus, <br />Respect resistors<br /> Honesty, listening, and perseverance<br />Change takes time<br />
    • 56. Questions<br />

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